Gender Pay Gap Reporting: Your Responsibilities, The Timings And 5 Actions You Can Take Now

Leeds based HR180 is a team of superheroes delivering HR Outsourcing, Projects and Consultancy. We are committed to equality for all employees irrespective of gender. We work with organisations of all sizes to establish working policies to go above and beyond Employment Law requirements, to protect both employees and employers alike.

With requirements for Gender Pay Gap Reporting just weeks away, in association with Forward Ladies, HR180 have taken a closer look at what the responsibilities on business owners will be, what the timings are likely to be and what you can be doing right now to make sure you are ahead of the game. 

Here is an extract from the blog and a link for members to read the full article.

What is happening?

The Government wants to highlight companies that do not address pay differences between men and women. Both companies AND voluntary organisations from this April will be required to publish the number of men and women in all their various pay ranges to clearly show where pay gaps are at their widest.

Your responsibility?

It could be! This is because employers with more than 250 staff will be obliged to report information on the gender pay gap in their organisation from 6 April 2017. This is the date The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 comes into force. There are significant requirements so it is crucial you have the correct stats in place.

What happens when?

Firstly, we know that the regulations come into force on 6 April 2017. Then no later than 4 April 2018, organisations of 250+ employees size will need to publish statutory data. In the meantime see our Forward Ladies blog for 5 things you can be doing:

To see the full post please head over to our friends at Forward Ladies . If you’d like your own copy, or want to talk to us about your people issues, please get in touch on 0113 287 8150 or see here.